Women Leading in Construction: Best Ways to Support a Team Member’s Return to Work

Supporting a team member’s return to work after a break, especially in the construction industry, is crucial for their success and confidence. As women in leadership roles within the construction field, we have a unique opportunity to guide and empower our team members during their transition back to work, ensuring they feel supported, valued, and set up for success.

Open Communication: The Foundation of a Smooth Transition

Open communication before your employee leaves for a break and after they return is essential for a smooth return to work. Start with a supportive, non-judgmental conversation to understand their needs, concerns, and any challenges they anticipate with the transition back to work. This transition back to work can be challenging and stressful for team members but offering a safe space for open communication provides comfortability, allowing for an easier transition.

Resources for successful reintegration

Depending on how long a team member was on break, reboarding might be a resource to invest in for returning members. While on break, there could be changes and updates that could have happened while they were away and sharing insights on any shifts in industry trends, such as sustainable construction practices, new legislation, or emerging technologies can provide them with the tools and information to safely and successfully return to their positions.

When team members return from maternity leave or FMLA, it’s essential to equip them with the right resources to ensure a smooth transition. For example, providing lactation pods on job sites can offer nursing moms a comfortable and private space to pump, making their return to work more manageable. Additionally, offering flexible hours or customized arrangements for new parents can help ease their re-entry into the workforce, allowing them to balance their professional responsibilities with their family needs.

Using mentorship to guide your teams return

One of the most powerful resources you can offer is mentorship. Pairing the returning team member with a seasoned colleague or mentor can help ease the transition. Mentors can offer guidance on navigating new systems or techniques, answer questions and provide real-time feedback, and help the individual regain confidence and re-engage with their colleagues.

Beyond the initial reboarding and mentorship, it’s important to provide ongoing support. Check in regularly with your return team members to ensure they’re adjusting well, address any new concerns, and offer guidance where needed. Encourage a culture of continuous learning and make sure they have access to professional development resources, so they can continue growing in their role.

Mentors also offer emotional support and can help the returning employee re-engage with the team. This is particularly important in a male-dominated industry like construction, where a mentor can serve as an advocate, offering advice on career development, leadership opportunities, and overcoming any gender-specific challenges they may face.

Offer flexibility as they continue to reintegrate, whether it’s in terms of work hours, project responsibilities, or additional training. Recognize that returning to work is a process, and there may be bumps along the way. By offering ongoing support, you demonstrate that you are committed to their long-term success, not just their immediate return.

NAWIC provides support, networking and mentorship, leadership training and educational opportunities for more than 6,000 members in 120 chapters across the U.S. Want to know more? Contact a chapter near you.